403 Hr Analytics Jobs - Page 8

Design and implement compensation strategies that align with market benchmarks and internal equity. Lead benefits policy management including insurance, retirement plans, wellness programs, and leave frameworks. Conduct salary benchmarking , manage annual compensation review cycles, and oversee reward model planning. Drive spend modeling, pay decisions for promotions , and internal job movements. Build and manage dashboards and HR analytics to support strategic decision-making. Maintain regulatory compliance , internal audit readiness, and support risk/control assurance initiatives. Collaborate with HR, finance, business stakeholders, and external vendors for seamless policy execution. Guide managers and HRBPs on compensation fitments, counteroffers, and DEI-focused strategies. Requirements 812+ years of experience in Compensation & Benefits, ideally in GCC/MNC/IT/ITES environments. Strong exposure to global C&B practices , salary structuring, bonus models, and policy design. Proficient in HR analytics, benchmarking surveys , payroll, and compliance frameworks. Excellent communication, problem-solving, and stakeholder management skills. Bachelor's degree in HR or Business; Master's degree or certifications

The HR Business Partner (HRBP) is a strategic and operational role responsible for driving people practices, ensuring policy compliance, managing complex employee lifecycle processes, and acting as a key liaison between business leaders and the HR function. This position plays a pivotal role in aligning human capital initiatives with business goals while ensuring a seamless and compliant employee experience. Key Responsibilities Policy Governance and Compliance Monitor the consistent implementation of HR policies and practices across the organization. Periodically review and recommend updates to policies in alignment with labor laws and organizational needs. Support leadership in driving policy awareness and ensuring procedural compliance. Employee Relations and Workplace Conduct Address employee grievances in coordination with generalist or HR support staff. Manage mid-level employee relations cases, including behavioral concerns and policy breaches. Coordinate with internal stakeholders or external advisors for resolution of complex matters. Performance Management Support the planning and execution of performance review cycles. Coordinate with managers to ensure accurate evaluation of employee contributions and timely feedback. Manage communications around appraisal outcomes, promotions, and compensation adjustments. Facilitate discussions to resolve employee concerns related to performance evaluations. HR Data Management and Reporting Ensure accuracy of employee records in HR databases. Generate periodic reports related to headcount, turnover, performance, and workforce trends. Identify opportunities for process improvements and contribute to HR workflow enhancements. Compensation and Benefits Support Oversee salary updates, bonuses, and incentive processing in coordination with payroll and finance teams. Track employee benefit usage and resolve issues related to deductions, eligibility, or claims. Ensure compliance with statutory requirements related to payroll and benefits administration. Employee Exits and Offboarding Manage the end-to-end offboarding process, including resignation tracking, exit formalities, and documentation. Coordinate with internal departments for clearance processes and system deactivation. Conduct exit interviews and compile feedback to inform retention strategies. Organizational Structure Updates Process updates related to reporting manager changes and departmental realignments. Ensure that organizational hierarchies and reporting structures remain current and accurate. Qualifications Bachelors or Master’s degree in Human Resources, Business Administration, or related field. 3–4 years of experience in a generalist or HRBP role with broad exposure to employee lifecycle management. Strong understanding of employment legislation, employee engagement practices, and organizational development. Excellent interpersonal, communication, and problem-solving skills. Ability to manage sensitive information with discretion and professionalism. Proficiency in working with HR systems and reporting tools is an advantage. Educational Qualifications MBA (HR) / PG in HR or Industrial or Organisational Psychology or allied subjects

Role & responsibilities Data Analysis, Insights & Dashboards: Responsible for data collection, analyzing and preparing Dashboards for driving real-time insights on PRO KPIs, BIC and partner planning. - PR Technology: Driving the entire PR Technology agenda for the organization Responsible for implementation of a new module or modification of existing module in SAP, Success Factors and Happay portal Continuous upgrading of Business Intelligence Dashboards from PR lens Talent Acquisition : Lead Talent Acquisition for all corporate functions from end to end Leverage a variety of sourcing channels to build a diverse talent pipeline Work closely with function heads and hiring managers to understand specific role requirements & business needs Build in cost & process efficiencies across the entire talent acquisition process Track and report key recruitment metrics, providing insights and recommendations for continuous improvement. Ensure compliance with all hiring policies, employment laws, and regulations. Required Knowledge, Skills and Abilities Ability to work both independently and as part of a team Strong presentation and facilitation skills Good interpersonal skills and able to build, influence and maintain positive relationships with different stakeholders across functions Leads self and others successfully through change management Plans, resources and monitors the effective delivery of all programs and projects Advanced proficiency in Microsoft Word, Power Point and Excel

The Community you will join: People Analytics & Research is a strong team of Data Scientists, Analysts, and Researchers. Our work is highly sought-after, and impacts stakeholders in our Employee Experience function, and across the business. This role is responsible for ensuring Airbnb HR data are delivered in a timely, accurate, and high quality manner to key stakeholders across the business. The difference you will make: Were seeking a Senior Data & Reporting Analyst to support some of our most critical People Analytics projects including quarterly reporting, dashboard development, and ad hoc analytics. You’ll work cross-functionally with teams across Talent, Legal, Diversity & Belonging, and others in Airbnb’s Employee Experience (EX) function. This role requires strong technical and storytelling skills — you’ll help partners access, interpret, and act on data that informs how we hire, grow, and support employees at Airbnb. If you’re passionate about employee data and want to help shape the future of Airbnb’s workplace, we’d love to hear from you. A Typical Day: Collaborate with Employee Experience (EX) teams (Total Rewards, Recruiting, Talent Management, HRBPs, EX Operations) and IT to understand people data needs and deliver solutions. Build and maintain Tableau dashboards that clearly communicate people-related insights. Design and support reports using Workday Report Writer; ensure accuracy, delivery, and usability. Execute and interpret basic analyses on topics like hiring, headcount, and attrition. Translate data into compelling stories and visualizations that support decision-making across the business. Handle sensitive employee data with discretion and in alignment with legal and ethical standards. Evaluate data access requests; ensure personally identifiable information (PII) protections and partner with Legal where necessary. Contribute to a culture of data literacy and continuous learning within EX and across Airbnb. Your Expertise: Must-Have: 5+ years of experience in a data-focused or people analytics role Experience working with Google Workplace, including Google Sheets and SlidesStrong SQL skills and comfort working with large datasets Experience using Workday Report Writer for employee data Proficiency with Tableau is a must (report building and dashboard creation) Clear, thoughtful communicator with both technical and non-technical audiences Able to manage multiple priorities independently in a fast-paced environment Strong sense of discretion and experience working with sensitive information Nice-to-Have: Experience in HR/People Analytics, or with employee data Familiarity with Python or R for basic analysis Background in data privacy, legal reviews, or compliance regarding employee data Experience in a global, cross-functional company environment Hybrid Work Requirements & Expectations: To support productivity and maintain a professional hybrid work environment, employees are expected to adhere to the following: Workspace : A dedicated, quiet, and private workspace free from interruptions and external noise Internet Connectivity : During the working hours, maintain a minimum and consistent internet speed of 10 Mbps on your official devices to ensure reliability for work-related tasks, including calls and virtual meetings Professionalism: Employees must remain fully engaged, respectful, and maintain a professional presence during virtual meetings, with video participation required unless otherwise approved. Confidentiality & Security: Employees are responsible for protecting Airbnb’s Intellectual Property and Confidential Information. Work-related activities, including calls and meetings, must not be conducted in public places, while traveling, or in any setting that may compromise confidentiality or work quality.

Job Title: Assistant Manager HR Strategy & Analytics Location: Andheri, Mumbai Education: Graduate or MBA/PGDM in HR, Business Analytics, or any certifications related to Analytics Key Responsibilities: 1. Talent Analytics & Workforce Insights Analyze data across the talent lifecycle (hiring, performance, engagement, exits) to generate actionable insights. Develop talent segmentation, risk indicators, and dashboards to monitor talent health and retention. Support business teams in identifying high-potential talent, workforce gaps, and future capability needs. 2. Workforce Planning & Optimization Collaborate with HRBPs and business leaders to drive strategic workforce planning for R&D, corporate, and plant functions. Conduct headcount analysis, cost modeling, and productivity benchmarking across functions. Monitor adherence to approved manpower budgets and suggest optimization opportunities. 3. HR Strategy & Initiatives Contribute to long-term HR strategic roadmaps including capability-building, DEI, internal mobility, and succession planning. Support the design and execution of HR interventions tied to business transformation or restructuring. Prepare executive presentations and strategy decks for HR reviews, board updates, or talent councils. 4. HR Reporting & Data Governance Maintain and automate HR dashboards using Power BI/Tableau for visibility on key KPIs. Ensure consistency and integrity of data across SAP SuccessFactors (or equivalent HRMS), recruitment platforms, and spreadsheets. Drive standardization of reports, data dictionaries, and metric definitions across HR teams. Key Skills & Competencies: Strong analytical thinking with hands-on experience in Excel, Power BI/Tableau. Strong communication and stakeholder management skills.

Overview The Human Resources department at TresVista enables our people to catalyze the clients impact. An Analyst in the Business Partner function, within the overall Human Resources department plays a multifaceted role, driving strategic alignment with the business, performance reporting, employee engagement, and lifecycle management. This role offers a steep learning curve, providing rich exposure to people strategy, organizational dynamics, and data-driven decision-making while providing hands-on experience of working with senior stake holders. Roles and Responsibilities Business Partnership & Strategy Collaborate with internal teams to align HR strategies with business goals Support business planning, project execution, and process improvement initiatives Assist in developing business cases, performance metrics, and strategic presentations Act as a strategic communication partner to leadership and cross-functional teams Performance & Reporting Manage the end-to-end performance review cycle, including promotions Generate and analyze reports and dashboards for leadership and stakeholders Maintain MIS and ensure timely reporting on key HR and business metrics Employee Experience & Engagement Design and implement employee experience strategies, focusing on key lifecycle moments Drive engagement initiatives to boost wellbeing, productivity, and retention Continuously assess employee sentiment using data insights and feedback mechanisms Promote a positive workplace culture through proactive people initiatives Champion equality, diversity, and inclusion across all engagement efforts Employee Relations & Lifecycle Management Serve as the primary HR contact for employees, managing expectations and resolving issues Handle employee relations matters, including investigations and compliance documentation Oversee the full employee lifecycle Prerequisites: Strong analytical ability Excellent interpersonal skills and communication skills (written and oral) Ability to work with grey areas and proactive attitude Accuracy and attention to detail Commitment and ownership Drive towards continuously learning, growing, and exceeding expectations Strong Excel and PowerPoint experience Experience: 0-2 years of relevant experience Open to passionate freshers eager to kickstart their HR careers Education: Any graduate Compensation: The compensation structure will be as per industry standards

We are looking for a highly analytical and detail-oriented Assistant Manager BI & MIS to support HR operations through data-driven insights and reporting. The ideal candidate will have strong expertise in MS Access, Power BI, and HR analytics, with a proven ability to manage stakeholders and deliver timely, accurate reports across daily, weekly, monthly, and quarterly cycles. This role is critical in enabling data-backed decision-making and enhancing operational efficiency within the HR function. Stakeholder Engagement: Collaborate with HR business partners, leadership, and cross-functional teams to gather reporting requirements. Present insights and recommendations to stakeholders in a clear and concise manner. Act as a point of contact for HR data-related queries and escalations. Process Improvement & Governance: Identify opportunities to improve reporting processes and implement best practices. Support HR transformation initiatives through data-driven decision-making. Ensure compliance with data privacy, audit, and governance standards. Project Support: Assist in HR projects by providing data modeling, forecasting, and scenario analysis. Support workforce planning, attrition analysis, and headcount tracking. Training & Documentation: Create and maintain documentation for reporting processes and data definitions. Train HR team members on report usage and interpretation. Strong analytical and problem-solving skills. Proficiency in data visualization and dashboard creation. Excellent communication and stakeholder management abilities. Knowledge of HR metrics, KPIs, and operational workflows. Ability to manage multiple reporting timelines with accuracy and efficiency. Familiarity with SQL, VBA, or Python is an added advantage. High attention to detail and a proactive approach to data quality.

Key Requirements: Strong Microsoft Excel skills (formulas, pivot tables, charts, etc.) Experience in HR operations (strictly no recruitment background) Hands-on experience working with large volumes of HR data. Good understanding of HRMS systems (PeopleSoft experience is a plus) Excellent communication skills. Strong analytical and logical thinking abilities Good stakeholder and time management skills Required bachelor's degree. (BBA, BCom, BSC, Engineering) Interview Process: 3 Rounds (includes 1 advanced Excel test)

Location : Bangalore Experience : 10+ Years Job Summary We are looking for a thoughtful and people-oriented Teaming & Operations Lead to head HR operations with a strong focus on team structuring and workforce optimization. This role requires someone with exceptional organizational memory, an eye for individual strengths, and the ability to build effective, well-balanced teams. The ideal candidate will be responsible for maintaining updated employee profiles, tracking preferences and engagement history, and ensuring that the right people are matched to the right teams, projects, and initiatives Key Responsibilities Oversee HR operations related to workforce planning, team structuring, and resource allocation Build and maintain a dynamic team database with updated employee skill sets, interests, preferences, and performance indicators Proactively identify team composition gaps or mismatches, and recommend adjustments based on individual strengths, working styles, and career goals Partner with business leaders and project managers to staff new initiatives effectively with the right talent mix Ensure accurate and timely updates of employee engagement, role transitions, and internal movements Serve as a trusted partner to employees, understanding their aspirations and aligning them with suitable roles and opportunities Leverage HR systems and tools to streamline team mapping, reporting, and internal mobility Collaborate with Talent Development to support succession planning and career pathing Key Skills & Competencies Excellent memory and attention to detail, especially around people and roles Strong analytical and workforce planning capabilities High emotional intelligence and a genuine interest in people Ability to balance business needs with employee growth and preferences Solid experience with HRIS systems, people analytics tools, and internal mobility platforms Strong written and verbal communication skills Preferred Qualifications Bachelors or Masters degree in Human Resources, Organizational Psychology, or related field Prior experience in HR operations, staffing, or organizational planning Familiarity with org design, role scoping, and team performance metrics Proven success in building and supporting cross-functional teams across fast-paced environments

Skill required: Delivery - HR Analytics Designation: I&F Decision Sci Practitioner Specialist Qualifications: Any Graduation Years of Experience: 7 to 11 years About Accenture Combining unmatched experience and specialized skills across more than 40 industries, we offer Strategy and Consulting, Technology and Operations services, and Accenture Song all powered by the worlds largest network of Advanced Technology and Intelligent Operations centers. Our 699,000 people deliver on the promise of technology and human ingenuity every day, serving clients in more than 120 countries. Visit us at www.accenture.com What would you do Data & AIA set of tasks to provide insights about the effectiveness of HR processes, procedures and policies, help make data-driven decisions based on the information collected and help HR to move from operational to tactical or strategic partner. What are we looking for SAP SuccessFactors SAP SuccessFactors Reporting Microsoft Excel Data Analysis Structured Query Language (SQL) Written and verbal communication Ability to manage multiple stakeholders Hands-on experience with trouble-shooting Problem-solving skills Strong analytical skills People Management A collaborative and customer-focused mindset. Ability to manage multiple priorities and deadlines. Excellent communication and presentation skills. Strong attention to detail and accuracy. Experience with predictive analytics and statistical modeling techniques. Familiarity with workforce planning and compensation analysis. Knowledge of compliance standards and HR data governance. Roles and Responsibilities: Collaboration & Stakeholder Engagement:Partner with HR teams (Talent Acquisition, L&D, Compensation & Benefits) to understand their data needs.Provide training to HR staff on how to interpret and use analytics tools and reports effectively. Compliance & Data Governance:Ensure HR data reporting complies with company policies and legal regulations (e.g., GDPR, EEOC).Establish best practices for data governance, accuracy, and security. Predictive Analytics & Workforce Planning:Use statistical methods to predict workforce trends such as attrition and hiring needs.Support workforce planning and budgeting processes with data-driven insights. HR Systems Integration:Collaborate with IT, HR, and external vendors to ensure seamless data integration across HRIS, payroll, and other HR platforms.Conduct audits to ensure the accuracy and integrity of HR data. Data Visualization:Design and maintain interactive dashboards using tools like Power BI, Tableau, or Excel for HR teams and leadership.Simplify complex data into user-friendly formats for non-technical audiences. HR Metrics & KPIs:Define and monitor key HR performance indicators (KPIs) aligned with organizational goals.Identify trends, risks, and opportunities within HR metrics Data Reporting & Analysis:Collect, analyze, and interpret HR data from multiple sources (HRIS, ATS, payroll systems, etc.). Develop and maintain standardized and ad-hoc HR reports and dashboards to track metrics such as turnover, hiring, diversity, engagement, and performance. Deliver actionable insights to HR leadership and business units. Qualification Any Graduation

IMMEDIATE JOINERS ONLY Job Title: AI Product Specialist Location : Bangalore or Chennai (Hybrid) Total Experience: 10Years Relevant Experience: 7+ Years Primary Skill Lead and support the rollout of AI-driven features and functionalities within SAP SuccessFactors including virtual agents, predictive analytics, and intelligent recommendations. Collaborate with HR, IT, and vendor teams to integrate AI capabilities aligned with business needs. Evaluate and advise on agentic AI capabilities and their potential integration into HR workflows Role & responsibilities Preferred candidate profile

HRBP, Culture Building, DEI, Capacity Building, Employer Branding, Employee Experience, Onboarding, Employee events, Internal communications, Employee lifecycle & HR Operations, HR Strategies, stake holder relation & management, Communication Required Candidate profile Excellent communication skill Exposure in HRBP Pleasing personality Must have exposure in HR Operations Must be from Hospital background

Description We are seeking an experienced HR Manager / HR Executive to join our dynamic team in India. The ideal candidate will have 2-3 years of experience in human resource management and will be responsible for managing various HR functions to support our organization's growth and development. Responsibilities Develop and implement HR strategies and initiatives aligned with the overall business strategy. Manage the recruitment and selection process to attract top talent. Support current and future business needs through the development, engagement, motivation, and preservation of human capital. Oversee and manage a performance appraisal system that drives high performance. Maintain pay plan and benefits program. Assess training needs to apply and monitor training programs. Ensure legal compliance throughout human resource management. Skills and Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. Strong knowledge of HR practices, employment legislation, and regulations. Excellent communication and interpersonal skills. Proficient in HR software and Microsoft Office Suite. Ability to handle sensitive situations and maintain confidentiality. Strong organizational and time management skills.

Role & responsibilities Senior HR Manager in a hospital setting is a leadership role focused on developing and implementing HR strategies that support the hospital's goals . This includes managing employee relations, recruitment, training, compensation, and compliance with labor laws. The role often involves leading HR teams, fostering a positive work environment, and contributing to the hospital's overall strategic planning. R esponsible for overseeing all aspects of human capital management within the healthcare facility . Employee Relations: Managing employee relations, resolving conflicts, and fostering a positive and inclusive work environment. Performance Management: Overseeing performance appraisals, providing feedback, and managing performance improvement plans. Compensation and Benefits: Managing compensation and benefits programs, ensuring they are competitive and aligned with industry standards. Compliance: Ensuring compliance with all relevant labor laws and regulations. HR Strategy and Policy: Developing and implementing HR strategies, policies, and procedures that align with the hospital's goals and objectives. Employee Engagement: Creating and implementing initiatives to enhance employee engagement and motivation. Workforce Planning: Participating in workforce planning to ensure the hospital has the right number and mix of staff to meet patient needs. Data Analysis and Reporting: Collecting and analyzing HR data to identify trends, track key metrics, and inform decision-making. Budget Management: Managing the HR budget and ensuring efficient use of resources. Should have mandatory work experience in Hospital at least 8 years in the role of Manager. Place of work- Corporate office -AINU Hospital Reporting to HR Head Please share the resumes on email- laxmi.tripathi@ainuindia.com Regards Laxmi Tripathi Human Resource-AINU Hospitals

Roles Overview: An HR & Admin Manager is responsible for overseeing all aspects of human resources and general administration within an organization. Job Description Recruitment & on boarding: Managing the full cycle of recruitment, including job postings, interviewing, and on boarding new hires. Employee Relations: Addressing employee concerns, resolving workplace issues, and fostering a positive work environment. Payroll & Benefits: Overseeing payroll processing, ensuring accurate and timely salary disbursement, and managing employee benefits (health insurance, leave policies, etc.). Compliance: Ensuring the organization adheres to labor laws and regulations, including compensation, record-keeping, and reporting. Policy Implementation: Developing and implementing HR policies and procedures, ensuring consistency and fairness. Office Management: Managing office supplies, facilities, and vendor contracts, and ensuring smooth office operations. Training & Development: Identifying training needs, developing training materials, and facilitating employee development programs. Employee Engagement: Organizing team-building activities, conducting employee satisfaction surveys, and implementing initiatives to boost morale. Performance Management: Overseeing performance reviews, providing feedback, and managing disciplinary actions Strategic Planning: Aligning HR strategies with organizational goals, contributing to business planning, and supporting long-term growth and development. Requirements A masters degree in HR or an MBA with an HR focus. Excellent verbal & written communication skills, employee management and interpersonal skills. Ability to mediate and resolve disputes, manage employee grievances, and address workplace conflicts in a constructive manner. A thorough understanding of labor laws, regulations, and industry standards is crucial for ensuring compliance Ability to use HR Information Systems (HRIS), such as Keka HRMS, Pocket HRMS to manage employee data, payroll, and benefits.

Role and Responsibilities Compensation Conduct job evaluations and market pricing using salary surveys and benchmarking tools. Support the design, analysis, and administration of base salary structures, incentive programs, and merit planning processes. Maintain and update compensation databases, tools, and documentation. Collaborate with HR and business leaders to ensure internal equity and external competitiveness. Prepare compensation recommendations and participate in offer reviews. HR Analytics Support development and maintain HR dashboards and reports on key metrics (e.g., headcount, turnover, diversity, compensation trends). Analyze workforce data to identify trends, risks, and opportunities. Partner with HR and business teams to develop predictive models and provide insights for strategic workforce planning. Ensure data integrity across HR systems and identify areas for improvement. Translate complex data into clear narratives and actionable recommendations. Extensive experience in Compensation and HR analytics. Strong understanding of compensation principles and familiarity with salary survey methodologies (e.g., Mercer, Willis Towers Watson). Knowledge of company benefits management.

WSP is looking for a business analyst who specializes in data and reporting to join the HR team. At WSP, you’ll find yourself challenged in more fascinating and far-reaching ways than ever before. You’ll explore new and inspiring opportunities to make the most of your expertise, broaden your professional horizons and create exciting new possibilities for people, organisations and society in general.. Your ability to swiftly understand reporting requirements and build structure to how data is collated, tracked and used for decision making will be key to success in the role. The role of the HR Business Analyst, Reporting and Analytics is designed to bring much needed support to the HR Reporting team. The focus being to ease the burden of data collection and ensure data collected can be used effectively for decision making. The role has the unique opportunity to build the new position and have a high impact for the HR team.. Role Requirements. This is a role which will be fast paced and at times reactive, requiring collaboration with multiple stakeholders in a technical environment.. Data interpretation and lead in data cleansing, report testing and troubleshooting. Ability to analyse requirements and present alternative solutions as necessary. Ability to present concepts to non-technical audiences in understandable terms. Advanced skills in MS Office tools, with an expert level in Excel and Power BI. The ability to working autonomously with a positive, can-do attitude with confidence to manage projects make connections and seek support when required.. Working in collaboration with the wider HR Team to understand the changing needs of the business.. ROLE PROFILE. The successful candidate will be able to demonstrate the following:. Relationship management skills: proven experience in building rapport, gaining credibility as part of a team, building trust, working in partnership with cross functional teams and to proactively deliver upon commitments and expectations.. Comfortable with routinely shifting demands. Ability to prioritize projects and execute and deliver key objectives in a timely manner under tight deadlines. Meticulous attention to detail, self-motivated, and the ability to maintain confidentiality.. Team player: the candidate should demonstrate a proven ability to work within real and virtual teams, create a team working environment and participate within a team.. Analytical; able to analyse, interpret and communicate business, financial and people data to inform discussions and operational plans.. Results driven; proactive, accountable, responsible for delivery with a strong client orientation.. Resilient, self-motivated and able to remain calm under pressure when working to deadlines.. Considerable experience recruiting for global multinational companies with prior management of a resourcing function. Capable and comfortable operating independently with minimal supervision, able to work through new tasks.. Strong attention to detail with accuracy.. Ability to work in teams and collaborate virtually. Proven success in multi-tasking, prioritizing between competing priorities and adapting to change.. Strong ability to adapt and learn new skills, technologies and approaches. Proven organizational skills with an ability to balance competing priorities. Duties And Responsibilities. Build partnerships with multiple levels of WSP’s team across the HR Data teams and ensure alignment and consistency of the reporting strategy.. Monthly Headcount Reporting: collecting of data used to gain an accurate understanding of the total number of people in an organization. Monthly People Dashboard: View, track and analyze various key performance indicators in both the short and long term. Monthly HR analytics report: Provide insights on regional, country and BU specific stats such as recruitment metrics, employee performance data and turnover rates. Build the HR Dashboard development, working on the development, validation testing and ensuring that business requirements are met. Support with data collection automation process and utilizing solutions through Microsoft Power platforms and others.. Qualifications. 4-7 years of experience working with HR systems, knowledge of Power BI would be a strong asset. Bachelor’s degree in human resources, computer science, mathematics or in any other relevant area. Show more Show less

Who We Are & Why Join Us. Avathon is revolutionizing industrial AI with a powerful platform that enables businesses to harness the full potential of their operational data. Our technology seamlessly integrates and contextualizes siloed datasets, providing a 360-degree operational view that enhances decision-making and efficiency. With advanced capabilities like digital twins, natural language processing, normal behavior modeling, and machine vision, we create real-time virtual replicas of physical assets, enabling predictive maintenance, performance simulation, and operational optimization. Our AI-driven models empower companies with scalable solutions for anomaly detection, performance forecasting, and asset lifetime extension—all tailored to the complexities of industrial environments.. Cutting-Edge AI Innovation – Join a team at the forefront of AI, developing groundbreaking solutions that shape the future.. High-Growth Environment – Thrive in a fast-scaling startup where agility, collaboration, and rapid professional growth are the norm.. Meaningful Impact – Work on AI-driven projects that drive real change across industries and improve lives.. Learn more at: Avathon. Job Title: HR Lead. Level: Mid to Senior Level. Key Responsibilities. Employee Retention & Engagement:. Develop strategies to increase employee engagement and retention through targeted initiatives and feedback mechanisms.. Implement and manage employee recognition programs to promote a positive work culture.. Analyze turnover data and create action plans to reduce voluntary attrition.. Employee Relations:. Provide guidance on employee relations matters, including conflict resolution, performance management, and disciplinary actions.. Provide expert advice on HR policies, programs, and procedures, ensuring they are implemented effectively.. Support an open door policy and drive orgwide communication. Ensure HR advise is maintainable and in line with compliance with labor laws, regulations, and company policies and keep tunedin with updated changes in employment regulation.. Talent Management and Change Management:. Collaborate with business leaders to understand their objectives and provide HR solutions that align with those goals.. Partner with leadership to identify key talent and build development plans to enhance performance and career growth.. Utilize HR analytics to identify trends and make data-driven recommendations for improving HR strategies and processes.. Support organizational changes and transitions, ensuring clear communication and employee alignment with new initiatives.. Performance Management:. Guide managers in the development and implementation of performance management processes, including goal setting, feedback, and performance appraisals.. Analyze performance data to identify trends and recommend actions for improvement.. HR Operations Management:. Improve and standardize HR processes, policies and workflows to ensure efficiency and consistency across countries.. Lead and implement HR technology initiatives, including system upgrades, integrations and new HRIS implementations.. Audit payroll procedures to ensure data integrity and risk mitigation.. Lead and guide day-to-day HR operations, including HRIS management, benefits administration, Employee lifecycle e.g. Onboarding, Exit and compliance.. Work with the external vendors or systems. Stay up to date on payroll laws and tax regulations.. Key Qualifications. Education: Master’s degree in human resources, Business Administration, or related field from Institute/ university of repute. Experience:. 8+ years of experience in overall Human Resources. Worked in Global HR environment and understand global HR priorities. Ability to understand “big picture” business results and effectively apply a pragmatic and flexible approach to HR interventions to contribute to Avathon’s continued success.. Proven relationship building skills at all levels of the business and sturdy experience in advising and coaching leaders.. Ability to build a team, drive accountability for the goals and grow the team. Aptitude and exposure to process automation & HR technology. Operate with a self-starter mindset and ownership driven. Avathon is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws.. Avathon is committed to providing reasonable accommodations throughout the recruiting process. If you need a reasonable accommodation, please contact us to discuss how we can assist you.. Show more Show less

Our Company Were Hitachi Digital, a company at the forefront of digital transformation and the fastest growing division of Hitachi Group. Were crucial to the companys strategy and ambition to become a premier global player in the massive and fast-moving digital transformation market. Imagine the sheer breadth of talent it takes to unleash a digital future. We dont expect you to fit every requirement your life experience, character, perspective, and passion for achieving great things in the world are equally as important to us. The role: We are looking for a detail-oriented and proactive HR Senior Data Analyst to join our HR team. The ideal candidate will support HR reporting, manage HR reporting service tickets, and help translate data into impactful visualizations and presentations. A foundational understanding of HR functions, proficiency in Excel, and comfort working on PowerPoint decks is essential. Familiarity with Power BI will be a strong plus. Key Responsibilities: Handle HR reporting tickets and queries, ensuring timely resolution and stakeholder satisfaction Collaborate with HRBPs and functional teams to understand data/reporting needs Prepare insightful presentations and decks using PowerPoint to support HR meetings and reviews for analyses Assist in workforce analytics, employee lifecycle tracking, and ad-hoc HR data requests using Excel (pivot tables, lookups, data cleaning, etc.) Work closely with the HRIS team to ensure data integrity and consistency Support data gathering for audits, compliance, and HR metrics reporting Leverage Power BI to create or update visual reports and dashboards What youll bring: 37 years of experience in an HR or HR analytics role Strong proficiency in Microsoft Excel (pivot tables, charts, formulas, etc.) Working knowledge of PowerPoint for corporate presentation creation Familiarity with HR processes, systems, and terminologies Experience handling HR service requests/tickets Good communication and stakeholder management skills Ability to handle multiple tasks and work in a fast-paced environment Exposure to or hands-on experience with Power BI Nice to Have: Understanding of HRIS tools like Workday SQL knowledge About us #LI-RR1 Championing diversity, equity, and inclusion Diversity, equity, and inclusion (DEI) are integral to our culture and identity. Diverse thinking, a commitment to allyship, and a culture of empowerment help us achieve powerful results. We want you to be you, with all the ideas, lived experience, and fresh perspective that brings. We support your uniqueness and encourage people from all backgrounds to apply and realize their full potential as part of our team. How we look after you We help take care of your today and tomorrow with industry-leading benefits, support, and services that look after your holistic health and wellbeing. Were also champions of life balance and offer flexible arrangements that work for you (role and location dependent). Were always looking for new ways of working that bring out our best, which leads to unexpected ideas. So here, youll experience a sense of belonging, and discover autonomy, freedom, and ownership as you work alongside talented people you enjoy sharing knowledge with. Were proud to say were an equal opportunity employer and welcome all applicants for employment without attention to race, colour, religion, sex, sexual orientation, gender identity, national origin, veteran, age, disability status or any other protected characteristic. Should you need reasonable accommodations during the recruitment process, please let us know so that we can do our best to set you up for success.

Role and Responsibilities Compensation Conduct job evaluations and market pricing using salary surveys and benchmarking tools. Support the design, analysis, and administration of base salary structures, incentive programs, and merit planning processes. Maintain and update compensation databases, tools, and documentation. Collaborate with HR and business leaders to ensure internal equity and external competitiveness. Prepare compensation recommendations and participate in offer reviews. HR Analytics Support development and maintain HR dashboards and reports on key metrics (e. g. , headcount, turnover, diversity, compensation trends). Analyze workforce data to identify trends, risks, and opportunities. Partner with HR and business teams to develop predictive models and provide insights for strategic workforce planning. Ensure data integrity across HR systems and identify areas for improvement. Translate complex data into clear narratives and actionable recommendations.

We are seeking a highly motivated and experienced HR Business Partner (HRBP) to join our dynamic HR team. As an HRBP, you will play a pivotal role in driving the strategic and operational aspects of our human resources function. You will collaborate closely with business leaders and managers to align HR practices with our organizational goals, enhance the employee experience, and contribute to our overall success. Roles & Responsibilities: - Collaborate with senior leadership to align HR strategies with overall business objectives and contribute to the organization's success. - Oversee workforce planning, recruitment, and onboarding processes to ensure the organization has the right talent in the right roles. - Lead and support organizational change initiatives, helping employees adapt to new processes and technologies. - Utilize HR analytics to identify trends and make data-driven recommendations for improving HR strategies and processes. - Ensure compliance with labor laws, regulations, and industry standards, while mitigating HR-related risks. - Manage compensation and benefits programs, ensuring they are competitive and aligned with the organization's objectives. - Foster a positive workplace culture that promotes employee engagement and satisfaction. Oversee training and development programs to enhance employee skills and competencies. Requirements: - Bachelor's degree in Human Resources, Business Administration, or a related field (masters degree preferred). - 10+ years of proven experience as an HR Business Partner or similar role. - Strong knowledge of HR principles, practices, and regulations. - Excellent communication and interpersonal skills. - Exceptional problem-solving and decision-making abilities - Ability to build strong relationships and collaborate effectively across all levels of the organization. - Demonstrated experience in change management and organizational development is a plus.

About Business line/Function: The HR function plays a critical role in shaping the organizations people strategy, driving talent, culture, and operational effectiveness across the territory. The HR Analytics team acts as a strategic enablertranslating workforce data into actionable insights, building scalable reporting platforms, and empowering leaders with data-driven decision-making capabilities. Position Purpose To architect and lead the transformation of HR data and reporting across India and the broader APAC region by establishing a unified, robust analytics platform. This role will play a key part in shaping the HR data strategy, enabling consistent, high-quality insights that support workforce planning and talent decisions. By consolidating fragmented data ecosystems into a scalable, governed platform, the role is entrusted to unlock actionable insights, drive operational excellence, and elevate the strategic impact of HR across the region. Responsibilities Strategic Leadership Define and execute the vision to become a One Stop Shop for all HR-led data, reports, and dashboards across India APAC Partner with HR Heads, COEs, and Business Leaders to align analytics initiatives with organizational goals Be the leadership cover to guide the vision, clear obstacles, and align teams for successful delivery of the HR data and reporting platform Bring a strong compliance orientation and risk-aware mindset to ensure data governance, regulatory alignment, and responsible analytics practices across regions. Platform Development Governance Lead the centralization and digitization of HR reporting using tools like Power BI, Tableau, Advance AI tools ensuring consistency, accuracy, and data security Lead the integration of diverse HR data sources into standardized, scalable formatsensuring alignment with strategic goals and fostering cross-functional ownerships Management Capability Building Build and manage a high-performing HR analytics team across the territory Drive upskilling initiatives to ensure the Team is well equipped and abreast with the market Operational Excellence Enable Insight-Driven HR : Use data to drive decisions in workforce planning, talent strategy, and organizational effectiveness. Standardize Reporting: Establish consistent, scalable dashboards and metrics across APAC to ensure clarity and comparability via automation, data modeling etc Advance Predictive Analytics: Identify trends and risks through diagnostic and forward-looking insights Promote Data Accountability : Foster ownership and quality of HR data through clear roles and governance. Change Management Stakeholder Engagement Lead transitions of reporting responsibilities across territories, ensuring smooth handovers and capacity planning Play the role of a Trusted Advisor act as a go-to expert for data-driven insights, building credibility through transparency, responsiveness, and strategic foresight. Set clear reporting standards and timelines, balancing global consistency with local needs. Technical Behavioral Competencies Expertise in HR tools analytics, data visualization, and reporting platforms (Power BI, Tableau, Oracle HCM/Workday/SuccessFactors, etc.) Strong understanding of the HR Function processes Proven experience in leading cross-functional, multicultural teams Strategic thinker with a hands-on approach to execution Excellent communication and stakeholder management skills Specific Qualifications (if required) Skills Referential Behavioural Skills : Ability to deliver / Results driven Client focused Critical thinking Creativity Innovation / Problem solving Transversal Skills: Analytical Ability Ability to manage a project Ability to anticipate business / strategic evolution Ability to inspire others generate people's commitment Ability to develop and leverage networks Education Level: Master Degree or equivalent Experience Level At least 12 years Other/Specific Qualifications (if required) : Expertise in data visualization (Power BI/Tableau), HRIS systems (e.g., PeopleSoft, Workday), and advanced analytics tools (e.g., SQL, Python, R) to drive insight-led HR transformation. Preferred Qualifications 12+ years of experience in HR analytics or related fields, with at least 5 years in a leadership role Experience in managing multi regional portfolio will be an advantage Advanced degree in HR, Business Analytics, or related discipline

Assist in sourcing candidates through job portals & other sources. Screen resumes and shortlist candidates based on job requirements Coordinate and schedule interviews Need to call candidates and inform about the vacancy.

Role & responsibilities : 1. HR Data Analysis & Reporting • Collect, clean, and structure HR data from various systems (HRIS, ATS, LMS, Payroll). • Analyze data related to: o Headcount and workforce demographics o Attrition and retention trends o Recruitment funnel metrics o Compensation and benefits o Training effectiveness o Diversity, Equity & Inclusion (DEI) • Identify patterns, trends, and outliers to support HR strategy and planning. 2. Power BI Dashboard Development • Design, develop, and maintain interactive Power BI dashboards and reports for HR leadership. • Build visuals for: o Monthly HR KPIs o Recruitment dashboards o Talent and performance metrics o Compliance tracking o Absenteeism and workforce availability • Create real-time data connections and automate report refresh cycles. 3. Workforce Planning & Forecasting Support • Assist in headcount forecasting, workforce supply-demand analysis, and scenario planning. • Provide predictive insights (e.g., likely attrition risks, skill gap trends). • Support manpower budgeting and talent pipeline tracking. 4. HRIS & Data Integration • Work closely with HR systems (e.g., SAP HCM, SuccessFactors, Workday) to extract and validate data. • Collaborate with IT/HRIS teams for seamless integration between data sources and Power BI. 5. Business & Stakeholder Engagement • Translate business questions into data requirements and visualizations. • Partner with HRBPs and business leaders to co-develop reports and insights. • Train HR teams on using dashboards and interpreting data. 6. Data Governance & Compliance • Ensure data accuracy, consistency, and confidentiality. • Apply data privacy standards (e.g., GDPR, company-specific policies). • Implement and follow versioning, documentation, and data access controls. Preferred candidate profile Strong hands-on experience with Power BI (DAX, Power Query, Data Modeling) • Good understanding of HR metrics and functions • Proficiency in Excel, SQL, and optionally Python or R • Familiarity with HR systems (SAP, SuccessFactors, Workday, etc.) • Ability to interpret and communicate data insights to non-technical stakeholders

Your Responsibilities: Candidate would be responsible for General Accounting operations and reporting. Work includes delivery of month end tasks, intercompany accounting and reporting, Responsibility also includes interactions with onshore business controllers, front office team to receive and provide detailed information related to activities handled by self and team. Work also requires interactions with various teams within CSS (AP, AR and other teams), teams in Switzerland (Group), internal and external auditors. All these responsibilities need to be handled with timely, accuracy and greater quality. Living Hitachi Energy s core values of safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business. Your Background: Candidate with 2 to 5 years of experience, Postgraduate in Commerce or Semi Qualified CA or CMA SAP / Oracle level ERP experience is preferred Proficiency in both spoken & written English language is required.